Thread regarding CDK Global Inc. layoffs

@a3tb A55hole.
Take some responsibility as an organisation to ensure the health and safety of the workforce. Don't keep wafting this BS rhetoric that the responsibility falls on the associate. Keyloop has a track record for not carrying out risk assessments and carrying out due diligence for associates safety. Whatever environment an employee is working in, the business it is employed by has a duty of care to ensure their safety and wellbeing.
I hope Keyloop are taking to task for their failings.

I would hazard a guess that many associates are not insured to work from home on home insurance policies. With so many cut backs implemented by the business, I would question if insurance policies have even being paid by Keyloop in general.
Before being dismissed by Keyloop, a colleague had a heart attack which should have been covered by critical illness insurance, but their claim wasn't even put forward to the insurers. They were subsequently removed from the business shortly after.
It does make you question how many other people have missed out on such employment benefits. Death in service? Do we know for sure that families received the benefit payments from Keyloop (multiples of their salary)?
Just observations and questions in which you need to ask under this mob.
Keep calm and carry on.

@a3r3 This just isn't true and the whiff and bs is incredible here. It's amazing people would believe anything like this tbh.

Keyloop do not have H&S personnel within place in the business, they sacked them all.

In reply to the previous post, In the UK, the legal position is a bit different from what’s described here. While employees should cooperate with DSE guidance, the primary duty to ensure a safe working environment sits with the employer.

Under the Health and Safety at Work etc. Act 1974, employers must ensure employees’ health, safety and welfare “so far as is reasonably practicable,” and that duty applies regardless of whether the employee works in an office or at home.

The Management of Health and Safety at Work Regulations 1999 also require employers to carry out suitable and sufficient risk assessments, including for home workers. That means employers must proactively identify risks and provide appropriate equipment, not simply wait for an employee to “raise their hand.”

Employees do have a duty to cooperate, but UK law places the responsibility squarely on the employer to assess risks, provide ergonomic equipment, desks, etc and ensure the working environment is safe for the work employees are required to do.

As for accidents at home, the key test is whether the incident arose out of or in connection with work. If for example a fall is caused by a work activity or employer provided equipment, it may be work related. If it’s caused by a domestic hazard, it usually isn’t. But none of that removes the employer’s duty to ensure the work environment, including a home workstation, is safe and compliant.

To illustrate the point, if an employer supplies an item of clothing or equipment, for example, a branded dressing gown and the employee slips because the belt or fastening becomes a trip hazard, the legal position changes.

In this situation, the hazard arises from employer provided equipment, not from the domestic environment. Without a suitable risk assessment, clear usage instructions, or consideration of foreseeable risks, the employer may struggle to defend having issued an item that introduced a new hazard into the employee’s home.

This is exactly why UK law places the primary duty on employers to assess risks proactively, even for home workers. Employees must cooperate, but the employer cannot simply rely on individuals to “raise their hand”, the duty to identify and control work related risks sits with the employer.

DSE assessments are available to everyone, and taking the initiative to request one is part of being a responsible individual. Accessing the guidelines provided by Keyloop and maintaining a safe working environment is a shared professional responsibility. While the employer is obligated to provide the necessary health, safety, and ergonomic resources, it is ultimately up to the individual to raise their hand, utilize that information, and request an assessment to safeguard their own workspace.

Whether falling down the stairs at home counts as an industrial accident (or workplace injury) under UK law depends entirely on what you were doing at the exact moment you fell.
The general rule is that an accident is only classified as work-related if it happens "in the course of employment" and is connected directly to your work activity.
When it CAN be classed as a work accident:
Carrying out a work task: If you were carrying work-provided equipment, moving documents, or heading to another room specifically to perform a business task on your employer's instructions, it may be classified as an industrial accident. - Not likely
Faulty work equipment:
If you tripped over a wire or equipment that your employer provided and installed poorly, liability might lean toward the employer. Not Likely as you installed it.

When it usually does NOT count:
Personal tasks: If you were walking downstairs to make lunch, answer your personal front door, use the bathroom, or take a break, this is generally considered a personal deviation rather than a work activity.
Home environment hazards:
Your employer is not responsible for the structural maintenance of your domestic home (e.g., a loose domestic carpet, dim lighting on your stairs, or a toys left on the steps). Under the Health and Safety Executive (HSE) guidelines, an incident at home is only reportable if it stems directly from the work activity itself or employer-provided equipment.

@a3r3 That is awesome. Bravo!

Nobody has had a DSE assessment for working from home have they? If you were to slip on the stairs, that would be classed as an industrial accident.
Now where did I put that risk assessment, my manager never carried out for their team of home workers?

@a3r3 HOLY SMOKES LOL..... I think I love you. In a non-creepy, internet stranger sort of way. HAHAHAHAHAHAHAHAHAHAHA brilliant.

Dear Colleagues,
It’s time to start getting a piece of the pie that FP is enjoying. You’ll find the first slice below.
If any of you have been forced to work 100% remotely or more than 50% of the time remotely, do yourselves a favor and look into your home country’s laws regarding home offices.
In my case, this meant that Keyloop was required to do the following at my home address:
Install a new ventilation system—office-grade
Ensure I had a suitable ergonomic office chair and a height-adjustable desk
Provide adequate work lighting
Ensure the floor in my office was of a suitable shock- and noise-absorbing quality.
Ensure that the monitor, keyboard, and mouse also met the necessary ergonomic requirements.
Unfortunately for Keyloop, I live in the city in a Class 3 historic building, so all in all, the renovations cost just under $250k, and they now pay for my internet and 10% of my electricity usage.
So their attempt to fob me off with a ridiculously small annual allowance for my home office failed completely.
So much for the centralized HR department that has no clue and no understanding of what they’re running around doing.
It’s not certain that other countries’ laws are as protective of the workforce as my country’s, but take as big a slice of the pie as you can—demand what’s rightfully yours.

Damage limitation. Trying to avoid a large lawsuit. The truth will be exposed

As there is an FP audit this week, just maybe the latest sc--w ups will mean that something is actually done, never know perhaps some higher up ranking id--ts will get the chop and deservedly so

@a3qc I think the point they were trying to make is that the pseudo names assigned are all names like "Mark, Tim, Greg" so chatters don't get the impression they are chatting with someone thousands of miles away in India. It's deceptive. They are made to feel like they care chatting with an actual person at the dealership.

@a3qc What's not true? The Indian chatters are not allowed to use Indian names. They have to use Western names and pretend they aren't from India.

@a3k6 we used pseudo names when I worked in chat in Canada so that’s not completely true dude

That's all alright then. Started for a moment to feel like someone fu@ked up a perfectly good profitable business.

It's true, like all investments someone can go wrong, being FP a fund with a basket of many companies some negative cases do not affect the final profit result of the fund. History teaches that FP in these cases, after 5 years from its entry, leaves gives the company full of debts and says goodbye... it's happening this time too

2027 will be the last year of FP in keyloop and also the last year of keyloop

I’m sorry to say it, but things will never get better at Keyloop – quite the opposite, in fact. FP and their KLT muppets have, unfortunately, managed to make Keyloop unsellable; this has already been proven by numerous failed attempts to sell the company.
Breaches of the law – both in terms of employment and data protection – will become the norm rather than the exception. Pay rises and bonuses? FORGET IT; what happened this year will be the standard going forward.
Increased debt in the individual legal entities and a large annual capital dividend to FP instead will be the norm.
And the customers – more will leave Keyloop, but fortunately for Keyloop, IT ecosystems have become so complex that, particularly for large retailers, switching involves far too much work and uncertainty – so they’ll stay.
And in 5–10 years’ time, once the FP leeches have su-ked all the life out of Keyloop, the whole thing will collapse and come crashing down in a massive bankruptcy that will send shockwaves through the mobility industry. As for FP, they couldn’t care less about customers, staff or partners. Try searching for the companies: “Native Instruments”, “Rugs USA” and “Muse Group”, read about their fate and see if it rings any bells?

@a38e A blanket legal statement does not exonerate Keyloop from violating contractual agreements regarding how sensitive data is being processed.

Disclosure to the dealerships is an obligation that Keyloop has - so the dealerships can make informed consent to their own customers on how / where their sensitive information is being processed.

When Keyloop realized that our breaks in data processing weren't being covered, they deiced to use people from the "concierge" chat team to cover our breaks instead of actually hiring another person and it spiraled from there. (The chat team is forced to used Western names and never disclose they are chatting from India. I wonder why?)

Who's job is it at Keyloop to have notified the dealerships of this change to who will be processing, looking at and having access to this data?

Concerns were brought up about this and brushed off. Now, it will be the job of the Information Commissioner to look in this.

Play stupid games with sensitive data, win stupid prizes.

@a38s

Sadly everyone is a slave to terrible short sighted cost saving decisions by a bunch of flaming fools.
Before I left all I did was spend my days fielding calls from dissatisfied customers who are getting a poor service because the KLT are playing at whittling the stick that is Keyloop to a burnt out match.

@a38s
As awful as that was they were told to have everyone in for the visit not knowing that bombshell was being delivered.

Maybe it was discovered for how long FP will be the owner... look how long the contract of the head legal they are looking for lasts

@a38f my manager invited me to office 1 week in advance stating there will be "potential leadership visit". On day x, 15 minutes meeting with hr. So no, i would prefer impersonal email by robot, without spectacle framed into "leadersh..t visit".
So no this is intentional lie for me

@a38k predecided by whom 😉

@a38f We run through a HR script when we dismiss employees. The decisions are always pre decided. The dismissals are made to look like redundancies but we know that nine times out of ten, there is no genuine reason to dismiss someone, apart from financial targets, to satisfy bonuses. There is a settlement agreement in place where employees leave, meaning they have signed away their rights for legal action down the line.
Managers previous to the Keyloop invasion of 2021 were genuine and emotionally tied to their employees. Nowadays there is no personal interactions apart from a teams meeting, where the person at the other end of the screen might as well be an AI bot. Which to be fair, would be better than most of the current KLT. The bot WOULD actually be more genuine!

We'll let the ICO be the judge of that after a few complaints have gone in.
It's OK to say it is covered because details are on a web page on a cr-ppy website but it sounds like someone doesn't want to do some (extra) work or Keyloop to get any exposure to the authorities. What would an investigation actually reveal? Just the tip of the iceberg maybe?

Cover up after cover up. It's like the secret cult of Keyloop, people not too dis -similar to the British Broadcasting Company and we all know what goes on there. Now then, Now then.

@a30b
Blindsided by your manager and HR?
Let me tell you from bitter experience: your line manager was likely blindsided too.

Line managers are intentionally left out of these decisions for one very simple reason—they are too close to the team to be objective. They would fight tooth and nail to keep their people.Most managers genuinely care about their teams.

What you don't see is how fiercely they defend and protect their people behind closed doors. Do you really think they want to lose the best talent on their teams? Don’t let your own pain blind you to that reality.

(Unless, of course, you were genuinely pants at your job or a total pain in the butt!)

Your line manager is a human being with real feelings.
They actually know you, which means they don’t just see you as a nameless cell on a corporate spreadsheet. I have seen countless managers break down and cry after these tough meetings.

Save your anger for where it actually belongs: far higher up the chain, where those bad decisions are made.

This Post is a Statement of Fact not Opinion as I dont agree with it but legally there is a lot of noise being made that is wrong and based on incorrect assumptions.

From the Keyloop Website:
Totally covered. As long as Keyloop implements formal contractual safeguards (like SCCs or IDTAs) and conducts a mandatory Transfer Risk Assessment (TRA), they are covered.Some customers and countries already have an agreement in place.
7 CROSS-BORDER TRANSFERS
7.1 Subject to compliance with clause 7.2, Keyloop (and its Sub-Processors) may Transfer Customer Personal Data to recipients based inside or outside of the Territory, including inside or outside of the European Economic Area (EEA), United Kingdom (UK), Switzerland or any territory deemed to be adequate by the European Commission, the UK or Swiss Governments (as the case may be).
7.2 Keyloop shall carry out the Transfer in accordance with Data Protection Legislation. Such safeguards may include reliance on an adequacy decision made by a Data Protection Authority or under a contract that includes model clauses obliging the Sub-Processor in the relevant territory to implement the provisions, measures, controls and requirements set out in the relevant Data Protection Legislation and/or the completion of a data transfer assessment as required by Data Protection Legislation.

Also, the data is not stored in India but on servers local to the customer (the UK or EU) and a customer can request in-country hosting.Yes, someone from India can still view and potentially amend data even if data residency geofencing is in place, unless additional access controls are explicitly configured. Data residency only controls where data is stored at rest, not who can look at it over the internet. Here is how companies handle and restrict this crossover:
Remote Access / Storage Geofencing ensures the database servers physically remain in your chosen region (e.g., the UK or EU).
The Pipeline: However, when a support technician in India opens a ticket, their computer acts as a window looking into that regional server. They can view, edit, or troubleshoot the data in real time over a secure network (like a VPN), but the data itself never downloads or migrates to India permanently.

With reference to UK HR data in the UK the same processes apply
It is entirely legal for your HR data to be processed or accessed in India, provided your employer strictly adheres to the legal frameworks set out by the UK GDPR and the Data Use and Access Act. The fact that you live in the UK means your personal data is fully protected by UK law, no matter where your employer chooses to outsource its HR, payroll, or IT systems. Because India does not hold an automatic "adequacy decision" (meaning the UK has not pre-approved its standalone data laws as matching the UK's), your employer must put specific legal safeguards in place to make the transfer legal.For your company to legally route your HR data to India, they must meet the following strict conditions:

1. Mandatory Legal Safeguards: Your company cannot simply email or open up a database to an entity in India without a legal instrument.
   They must use one of two mechanisms:
   International Data Transfer Agreement (IDTA): If outsourcing to a separate Indian company (like an external payroll provider or tech support vendor), they must sign a legally binding contract approved by the UK's Information Commissioner's Office (ICO). This forces the Indian entity to treat your data with the exact same level of security required in the UK.Binding Corporate Rules (BCRs): If your employer is a multinational company with offices in both the UK and India, they must have globally binding, regulatory-approved internal corporate rules governing how employee data flows between offices.
2. A Transfer Risk Assessment (TRA): Before sending any HR details, your employer must complete a formal risk assessment. They must ensure that local surveillance laws or data management practices in India will not undermine your rights or expose sensitive details (like your health history, financial records, or performance reviews) to undue risks.

@a36g It has been brought to your attention that sensitive financial information is being entirely processed in India instead of the UK/Canada where it was before. This is putting the data at unnecessary risk and should be investigated. Disclosure on what is happening to sensitive consumer data at dealerships across the UK for one thing, dealerships should know how Keyloop is processing that data and who has eyes on it.

It is happening in Customer Enablement. The positions processing this sensitive data now are Data Verification Specialists and Data Process Analysts. The area directly responsible is Lead Encoding, Lead Verification (this is where the financial applications are processed and the thousands that have been processed are being reviewed to ensure automation is working correctly).

@a36d what did you include as part of your complaint? Some help with wording perhaps. Apologies but this is new to me

And keep in mind, this is occurring across the Nordic countries too; Italy, Germany, and don't forget about Ireland, who are extremely sensitive about what happens to their data.

@a35t For the UK, report it to the Information Commissioner's Office (ICO)

Link: https://ico.org.uk/make-a-complaint/protection-for-whistleblowers-guidance/

E-mail: wb@ico.org.uk

Financial Conduct Authority, even relating to car financing and improper disclosure:

https://www.fca.org.uk/consumers/car-finance-complaints

https://www.fca.org.uk/firms/whistleblowing

For Canada, contact the Office of the Privacy Commissioner:

https://www.priv.gc.ca/en/

Me too. More than happy to log a complaint. I 100% hate Keyloop with a passion and look forward to their demise.

@a35h can you explain how this is done, im sure there are many who will be happy to take part in the process especially if it brings the corupt klt down

@a34x Complaints have been filed. Feel free to do the same. Anyone in the company can verify that leads, lead encoding, lead processing, data verification are being handled entirely by India. There are contracts Keyloop has with Canadian dealerships that states sensitive info is NOT to leave Canada. Current and previous employer addresses, years at current residence, co-signer information, SIN numbers, dates of birth - all of it is being sent directly overseas.

Nothing will be done until the proper authorities are notified.

But here is a surreal case, because they want to transfer everything to India but in the meantime they have been filled with debts, while the other companies have made money even with dissatisfied customers

We all know its a sc--w up, the continued incompetance is plain to see, major incidents happening on a weekly basis, perhaps its the ghosts in the machine....well done Fp you picked a good one and cocked it up. Hope you take note and dont let the fools at the top of keyloop ant where else in your business

I don’t work at Keyloop, but I have close contacts there and, honestly, what’s happening is shocking.

Offshoring is not the answer. Trust me, I speak from experience: it’s quick, it’s dirty, and it ultimately leads to disaster.

Happy Customers = Recurring Revenue
Unhappy and Frustrated Customers = Churn

I’m just going to leave this here. These are only a few examples, you can Google many more.

1
Powergen closed its Indian call centres and returned its customer-service operations to Britain after acknowledging that offshoring had negatively affected customer satisfaction. Its managing director said the company would not make savings “at the risk or expense of customer satisfaction.” It subsequently planned to recruit and train 980 UK employees.

2
Santander returned all its Indian call-centre operations to the UK, creating 500 jobs after customers reported that offshore support caused frustration and dissatisfaction.

3
Dell moved technical support for some business customers from Bangalore back to the United States following customer complaints. A Dell executive admitted that the company had sometimes moved “too far, too fast.”

4
BT and EE brought customer-service calls back to the UK and Ireland. BT’s 2020 annual report confirmed that it completed the onshoring programme a year ahead of schedule as part of its effort to deliver a better customer experience.

5
In December 2025, VodafoneThree announced that it was bringing 400 customer-contact roles previously based in India back to Belfast and Sheffield, stating that it believed in having customer-care teams based where its customers are.

6
Sainsbury’s ended a major outsourced IT arrangement early and brought the capability back in-house because it wanted to rebuild its internal expertise. Despite the substantial transition costs, it expected the change to pay for itself within two years.

I was told my employment contract had been lost when I asked for a copy.
Makes you wonder what other data has and is being mishandled.

Employees, including ex employees, names and addresses are still on documents held on company servers. Which is accessible by anyone on the company network.
I even found a payroll document with everyone's salary details on.

You are normally blindsided by your manager and HR. Invited to a surprise meeting with your manager via email 15 minutes before the meeting is due. Then when you join the meeting, HR is also on the meeting.

No time to think or prepare for any "catch up" meeting with your manager. Why would you not jump on a meeting entitled "catch up"? We trust them don't we? (Bo11ox do we).

During the meeting you are told you have been selected for redundancy/ dismissal and told to go away and read the documentation and "go offline" until the next meeting or termination date.
You are told there is no need to log into any systems or appear available for any Teams conversations. You become invisible at that point, unable to talk to anyone.

The clock is ticking, you only have a few days to get solicitor advice and sign the "settlement" document, or that is what you are told. You actually have longer under employment law.

It all happens so quick, that unless you have all the information to hand it's too late to get original contracts, etc.